The Role of SKP Application In Improving Employee Performance

: Civil Servants (PNS) are in front of all government activities to meet the needs of the community and become the driving force of government processes in Indonesia. The government's human resources agency (BKPSDM) in Majalengka Regency has started carrying out their work procedures online as everyone can now access the Internet. processes and obstacles and how to overcome these obstacles This study uses qualitative research with descriptive methods, the selection of this method is in accordance with the opinions of Miles and Huberman Punch (1992), namely data reduction, data presentation and conclusions. Data was collected from various sources through interviews. Observations were also made at the place of Employee Performance Target (SKP). Based on the results of the study, it can be concluded that the SKP assessment at the Human Resources Personnel and Development Agency (BKPSDM) of Majalengka Regency performance standards assessed and evaluated by the sirancage system are considered quite effective. This is because for filling out SKP related to online attendance with the sirancage application itself, this ASN management independently has the ability to describe and identify ASNs that function effectively and not. ASN itself uses SKP components and work behavior.


INTRODUCTION
With the progress of the times as we experience today, many government agencies use computers in carrying out their operational duties in compiling reports on their activities.In facing the dynamics of the times and the complexity of community demands, assessment must always make continuous improvements in various aspects.This includes strengthening in terms of management and services, as well as innovations that allow it to survive and exist in the midst of intense competition between companies, institutions, or organizations.The government strives to improve employee performance readiness so that it can become a strong, independent, and outstanding performance sector.Many public sector organizations have adopted the implementation of Aldi Febrian Jaya, Alfandi Fadillah, Siti Khumayah, Khaerudin Imawan

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electronic government (e-Government) in an effort to improve efficiency, transparency, and quality of public services.In the era of globalization, human resources (HR) become one of the most important assets for every company in achieving competitive advantage.To be able to compete effectively, organizations need to develop their human resources well.
The development of volume transportation from time to time continues to grow rapidly.Human activities are accompanied by movement and displacement of places, so to move far enough requires a transportation (Maharani et al., 2022).Improving the performance of public organizations is a top priority for public administration.
Along with the government's core function that focuses on service to the community, it is important for the government to continue to strive to improve the quality of employee performance provided by government agencies.Organizations need a culture where access to information and knowledge is within easy reach, so as to encourage knowledge sharing practices that support the learning process.Digital transformation from various parts of the world is the main driving factor in accelerating the dissemination of information.Government officials and stakeholders need to adapt to the rapidly growing use of online technology.Online technology plays a key role in improving the efficiency of various office activities with a focus on effective systems for organizations, including government organizations.The era of globalization requires orders to carry out bureaucratic reforms to achieve better governance.The Bureaucratic Reform Agenda in Indonesia is a basic effort to regulate which is expected to bring changes to the system and structure.
(Asri & Tiarani, 2021) (Saleh, 2017) In the context of the Industrial 4.0 era that we live in today, where the fourth industrial revolution is rooted in the Digital Revolution, we are witnessing the emergence of a new paradigm in which technology seeps into people's lives and even the human body.The era of the Industrial Revolution 4.0 is an unavoidable and absolute phenomenon.Therefore, companies must have a strategy that is able to carry out transformation and innovation in order to deal with it.(Fahrani et al., 2022) (Asbari et al., 2021).
Employee performance appraisal has an important role so that employees can carry out their duties optimally.The communication process starts from recording input information or input, then the information is stored and processed so as to produce decisions or output.For the process of planning, organizing and supervising, with the rapid development of technology, the process of implementing government in lanayan and activities is required to use the system electronically or online.One of the activities is to assess employee performance, employee performance is needed so that employees can carry out the tasks that have been given as much and as well as possible.(Rahmadita et al., 2022).However, competency improvement must still be carried out, because if not, it will have an impact on services to the community, work carelessly, inefficiently and the results are not in accordance with the applicable SOPs (Siswoyo et al., 2019).
Performance appraisals play an important role in identifying employee strengths and weaknesses, so that the government can take steps to improve overall performance.This is helpful in determining how to improve organizational management, hire better employees, and create compensation plans.A good work measurement system in the sector aims to achieve fairness, transparency, and effectiveness of organizations that make decisions about employee rewards and punishments in the public sector, focusing on organizational goals, fairness, and employee development.(Marlian & Sari, 2020).
Employees are the most important asset for an organization, not only as a tool to achieve goals but also as human resources that must be developed and provide optimal performance, both government and private organizations to achieve their goals are very dependent on the ability and dedication of human resources in the organization.Government agencies are expected to show a higher level of professionalism in providing services to the community, each organization wants its employees to carry out tasks according to plan effectively, efficiently, productively, and professionally.The success of achieving these expectations depends heavily on the planning, performance, and effectiveness of employees in carrying out their duties.(Rachmawati, 2020) (Dahliansyah et al., 2021).
In the face of a complex and competitive business environment, the success of an employee in achieving his goals depends not only on the strategy or rules that have been set but also on the flexibility in adjusting the strategy according to the changes that occur.With SKP, work plans and performance indicators must be truly achievable and measurable by employees.The objectives of the organization must be known from the SKP assessment system for one year.SKP information system, which allows more efficient filling and assessment of SKP and can be accessed Aldi Febrian Jaya, Alfandi Fadillah, Siti Khumayah, Khaerudin Imawan | 2008 anytime and anywhere, makes it easier to fill and verify SKP by employees and superiors.BKPSDM Majalengka Regency can use the assessment of employee performance units (SKP).Through this system, employees can receive feedback on their performance more quickly and on time.This might improve employee performance and motivation and improve discipline and performance supervision.The use of the Performance Unit Appraisal (SKP) system can be an effective tool in making more informed and strategic decisions related to employee assignment, training and development.
(Estiasih, 2021) The Performance appraisal policy, which is still relatively new, has not yet been fully implemented.This leads to civil servants who still do not understand in using IT, who must fill in and collect data and strong evidence about what they do.The results of this assessment will influence the leadership's decision to take steps and also corrective actions to improve employee performance, through the provision of training and development programs, and provide incentives as a form of encouragement to improve performance in the workplace.Because of the importance of understanding the benefits of performance improvement and developing practical capabilities in utilizing related information systems, it is necessary to invest in employee training and development.Employee performance appraisal in carrying out duties does not always produce work for employees, therefore it is necessary between the tasks assigned and the ability of employees to achieve organizational goals.The purpose of this assessment is to identify how the performance system affects employee motivation and its impact on employee performance.
( Agency that the implementation of the new program will inevitably cause resistance, although employees dedicated to their duties and responsibilities will be happy with its implementation.
Following up on this, the author is interested in analyzing how the role of the Sirancage application in improving employee performance, how the effectiveness of performance appraisal through the Sirancage application.
Majalengka Regency, how is the process of assessing employee performance units through the Majalengka Sirancage Application.What factors become obstacles in employee performance appraisal, then what efforts need to be applied to overcome obstacles to employee performance unit assessment in order to achieve the realization of employee performance unit assessment effectively and efficiently.

Literature Review The Role of SKP Application
An application refers to a computer program designed to perform a specific task or provide a specific service on an electronic device such as a computer, smartphone, or tablet.Apps can serve a variety of purposes, from aiding in daily productivity to entertainment and communication.
Purpose and Function: Applications are created to meet various user needs.Some apps are created to aid in everyday work such as schedule management or document processing, while others are designed for entertainment such as playing games or watching videos.
The Employee performance improvement is a process by which employees increase their productivity, efficiency, and contribution to the organization.This can include a variety of strategies and approaches designed to help employees reach their full potential and add value to the company.Employee performance is influenced by the interaction between ability and motivation.In the context of performance management, it is important to consider that the performance of individual employees contributes to the overall performance of the organization and can affect the success of the organization as a whole.Employee performance is often identified as behavior directly related to the production of goods or the provision of services.Performance is often conceptualized as the achievement of a task, where "duty" includes activities that must be performed by workers These definitions describe performance as measurable results both qualitatively and quantitatively.The success of organizational performance is influenced by individual as well as group performance, and performance measurement is carried out using instruments based on general performance measures, which then translate into basic behavioral assessments, such as the quantity and quality of work, interactions, and decisions taken (Mulia, 2021).
The first study of this research was carried out by the title taken, namely "The role of employee performance targets (SKP) and certification of performance" carried out by the Library office from the data obtained discussing how the role of performance and can be said to have run and increased enough with the SKP and employee performance certification (Hazrati, 2017) The first study of this research was conducted by the entitled "Application of the Employee Work Target Assessment System (SKP) in the Framework of Improving the Performance of Civil Servants (PNS) at the West Java Cultural Value Preservation Center" from the data obtained discussing how the application of the SKP assessment system in improving the performance of civil servants at BPNB West Java received a positive response from employees because it benefits employees and the assessment was more objective, then the theory uses John Miner's four dimensions which are covered based on the provisions of PP No. 46 of 2011. (Hartanto, 2016).
The study was first conducted by the title "Performance Appraisal System Based on Employee Performance Targets (SKP) in the Banjarbaru City Regional Secretariat" from the data can be taken to discuss how performance appraisal in the Banjaran City Secretariat, the results of the research can be concluded that SKP-based performance appraisal at the Banjarbaru City Regional Secretariat in 2020 is carried out well and the assessment process runs effectively.The assessment of the Appraisal Officer has been in accordance with the aspects | 2012 of SKP-based job performance assessment in PP Number 30 of 2019 concerning Performance Appraisal of Civil Servants.The results of this employee performance assessment can be used as a consideration for determining related civil servant career management policies (Aji, 2022).
Based on previous research, there are differences.The focus of the research that will be carried out by the author first, the same research on employee performance targets (SKP) but the author emphasizes in "The Role of SKP Application in improving Pegwai Performance at BKPSDM Majalengka and examines more deeply how its role, the assessment process, obstacles and how to overcome them, so as to make the discussion of SKP important and always for further study.In this case the author conducts research with the following theory:

Public Policy
Policy analysis includes investigation, description, causes, and policies.On the other hand, public policy is a series of interrelated decisions involving both Action decisions and the absence of Action taken by government officials.This policy certainly has a binding impact and is expected to be obeyed by the entire community.Before this policy is issued, it must go through an approval and enforcement process by the authorized body or institution.
Laws and regulations, which are made by public policy and focus on the public interest, can be affected by various changes that occur can change.Therefore, from a certain point of view, public policies must be flexible, fixable, and adaptable to growth dynamics.Public policy (Abdoellah & Rusfiana, 2016).

Performance Assessment
There are various models for performance appraisal.Improve performance and achieve expected results together.Performance appraisal is an evaluation process to assess the extent to which a person has succeeded in carrying out based on previously expected standards.This process is carried out periodically, usually every year or even every few months according to certain situations (Hayat, 2023).
Performance appraisal is a systematic study of employee working conditions that is carried out formally which is associated with work standards that have been determined by the company.In addition, performance as a system of measurement, and evaluation, affects attributes related to employee work, behavior and output, and absenteeism levels to determine the level of employee performance at this time.
In practice, performance evaluation uses evaluation tools in the form of comments in the form related to a leader's observations of employees about the work itself (such as daily, weekly, monthly, quarterly, semesterly or yearly evaluations) associated with behavior at work.Performance analysis needs to be carried out continuously through the process of communication between employees and leaders.(Kamaroellah & MSi, 2014).

RESEARCH METHOD
This study uses a qualitative approach with a descriptive method, the selection of this method is in accordance with opinions that include data reduction, data presentation, and conclusions.Data collection is carried out by means of interviews and observations at the Employee Performance Appraisal (SKP) place.The analysis process involves reducing and presenting data, which guides researchers to draw conclusions about the topic under study.This research will be conducted at the office of the Human Resources Personnel and Development Agency (BKPSDM) of Majalengka Regency (Miles et al., 1992).

Assessment Process
In the process of assessing employee performance units (SKP) at the Personnel and Human Resources Agency (BKPSDM) of Majalengka Regency.The process is

Performance Appraisal process table 1
Based on the process table above, the first thing we do is to enter the link or web https://sirancage.majalengkakab.go.id/ after that go to the homepage and click on the 2023/ 2024 section After that, enter the homepage and enter the NIP and PNS password that will be used then enter the code that has been provided After successfully logging in, the initial display will enter the homepage, After that, just go directly to the performance agreement, yourself and subordinates, the first thing to do is to fill in the superiors first so that the subordinates can also follow it.Then fill in any performance that will be done for 1 year if it is correct it will be approved by the direct supervisor If it has been approved then the next step is to click on the target and annual realization, The next step is to fill in the annual target and realization, so what targets are done in doing during the 1 year Then after filling in the annual and approved by the superior, Then just fill in the monthly section, in this month is to divide the 1year target which is divided into 12 and must be appropriate so that the target can be met Next fill in the daily, in this daily the 1-month target must be completed 30 days so that the performance appraisal is in line with expectations.Because from year, to month, and daily are interrelated between 1 and another.The use of applications in the assessment of performance appraisal units (SKP) called sirancage is one of the innovations in an effort to streamline assessment.The use of the online application shows that the BKPSDM office in the assessment process has adjusted to current technological developments.A process that analyzes performance appraisals fairly and honestly through a very objective design so that it can distinguish active and facitive employees can lead to a sense of fairness and sportsmanship.
Employee performance is closely related to performance appraisal, performance appraisal is needed to determine the results or success rate of the BKPSDM office.The results of the assessment can be used for the purpose of human resource decision making, evaluation and also feedback.The main goal is to improve the performance of individual employees so as to improve overall performance.Therefore, this application makes it easy for each employee to compile and evaluate employee performance based on employee performance targets and then speed up the process in preparing and assessing SKP.